Developing Graduates into Leaders

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Best practice graduate development programs develop graduates into leaders. Grad development programs that focus too heavily on ‘basic’ soft skills don’t cut it anymore. Why? Businesses want more bang for their buck and most graduates want a program that’s more advanced. This presentation was given at the annual national conference for the Australian Association of Graduate Employers (AAGE) in November, 2010.

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Developing Graduates into Leaders

  1. 1. Developing Graduates in to Leaders The next era of best practice Josh Mackenzie Managing Director Development Beyond Learning WEB: developmentbeyondlearning.com BLOG: joshmackenzie.com.au TWITTER: @joshuamack
  2. 2. “The next 5 years of your life will be shaped by the books you read and the people you meet.”
  3. 3. 1) There is always a different point of view.
  4. 4. The Inaugural AAGE GREAT DEBATE!
  5. 5. Graduate training and development programs are REDUNDANT.
  6. 6. Affirmative Negative
  7. 7. The traditional corporate training model doesn’t fit anymore.
  8. 8. When it comes to graduate development, businesses want more bang for their buck for less or equal budget.
  9. 9. Best practice graduate development cannot equal big bucks.
  10. 10. Beyond the usual 10 months of basic soft-skill programs, graduates want something more advanced.
  11. 11. 4,271 graduates in 44 countries “Millennials at Work” survey... “Most highly valued employee benefit” was TRAINING AND DEVELOPMENT PricewaterhouseCoopers; Millenials at Work: perspectives from a new generation 2008
  12. 12. “Young leaders who feel their organisation is giving them opportunities to build their talent and grow, are more likely to reward the company with superior performance.”  A positive psychology approach to leadership by Jeremy McCarthy
  13. 13. In the AAGE’s 2010 Graduate Development and Retention Survey, 1,754 graduate in Australia were asked in what areas they wanted further development. Here were their top 10 answers: 
  14. 14. 1. Technical Skills specific to my career: 45% 2. Business Knowledge: 45% 3. Industry and Business Knowledge: 40% 4. Influence and Negotiation Skills: 38% 5. Project Management: 34% 6. Analytical Skills: 33% 7. People Management: 31% 8. Relationship Building: 26% 9. Knowledge of Business Etiquette: 24% 10. Conflict Resolution: 24%
  15. 15. 1. Technical Skills specific to my career: 45% 2. Business Knowledge: 45% 3. Industry and Business Knowledge: 40% 4. Influence and Negotiation Skills: 38% 5. Project Management: 34% 6. Analytical Skills: 33% 7. People Management: 31% 8. Relationship Building: 26% 9. Knowledge of Business Etiquette: 24% 10. Conflict Resolution: 24%
  16. 16. What is the real reason for running your graduate program? Is it to resource entry level roles with quality young people? Is it to build a pool of future leaders?
  17. 17. 2010 IBM Global Research Project: 1,500 CEO’s in 60 countries and 33 industries were interviewed to uncover “The most important leadership qualities over the next five years”
  18. 18. 2) Leadership is not what I thought.
  19. 19. 7 important leadership behaviours graduates should learn, quickly. . . 1) Lead yourself exceptionally well 2) Lighten your leader’s load 3) Be willing to do what others won’t 4) Do more than complete tasks - lead them! 5) Invest in relational chemistry 6) Be prepared every time you take your leaders time 7) Know when to push and when to back off 8) Become a go-to player 9) Be better tomorrow than you are today
  20. 20. Example 12 Month Graduate Leadership Program 2 day Workshop Development Needs Assessment Monthly Online Vod-Cast Group Coaching Call Design Focus Group Individual Coaching Program Mentoring Program 2 day Experience/ workshop Jan Feb March April May Jun Jul Aug Sept Oct Nov Dec 2 day Workshop 2 day Workshop 2 day Workshop 90 Day Tailored Project 45 Day Tailored Project Supervisor’s Masterclass Round 1 Supervisor’s Masterclass Round 2
  21. 21. Training plus coaching increases productivity by 88%. . .   According to one study training alone increased productivity by 22%. When combined with coaching which included goal setting, practice, feedback, supervisory involvement and public presentation transfer increased to 88%. Olivero paper, 1997.
  22. 22. Best practice graduate development cannot equal big bucks. We need alternatives and options that are cost effective and teach basic skills, fast.
  23. 23. A very special Announcement!
  24. 24. Available for delivery March 2011
  25. 25. PLUS
  26. 26. Networking for Graduates - 8 short videos, quizzes and worksheets Every graduate will receive: 4 x online support modules! Accessed online through www.developmentbeyondlearning.com Building Personal Brand for Graduates - 7 short videos, quizzes and Top 10 Tips for Graduates - 10 short videos, quizzes and worksheets Giving and Receiving Feedback for Graduates - 7 short videos, quizzes and worksheets
  27. 27. Ongoing Support DBL’s Online Social Learning Platform
  28. 28. Ongoing Support DBL’s Online Social Learning Platform
  29. 29. Ongoing Support
  30. 30. Attracting The Right Graduates Retaining The Right People Developing Future Leaders Engagement Dynamics.
  31. 31. Attracting The Right Graduates Retaining The Right People Developing Future Leaders Dynamic Engagement.
  32. 32. 3) We need to get the basic skills out of the way, fast, so you can help your young people find their passion - with the leadership skills to light it in your organisation . . . That’s the key to developing graduates in to leaders.

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